WaterAid's Gender Pay Gap Statement 2021

The gender pay gap shows the difference in average pay between men and women nationally or within a sector or organisation.

The data that we are reporting for WaterAid in the UK is effective as at 5 April 2021. WaterAid’s total UK workforce, located in London and UK regional offices, at this date was 67% women and 33% men.  

Our data 

Our gap shows that men, on average (mean), earn 12.1% more than women. The midpoint of all hourly rates when listed in order (the median) shows that men earn 11.3% more than women. 

We are required to show the proportion of men and women in each quartile pay band. This is calculated by listing all employee hourly rates in order of highest to lowest and dividing the list into four equal quartiles.

This graph highlights that men at WaterAid in the UK tend to be employed in the more senior roles, whereas there is a greater spread of women across all quartiles.

Chart showing percentage of men and women  by quartile April 2021

We believe that the distribution of women and men in our workforce contributes to our gender pay gap. We have a workforce dominated by women and, proportionally, we have fewer men employed in junior roles and more men in senior roles, whereas we have greater spread of women across all our grades.

Our commitments

We are committed to fairness and transparency in managing the salaries of staff. We have a Global Reward Standard that is used to ensure consistency of reward principles across all WaterAid countries.  

We use a process of job evaluation to determine the scale and complexity of all our jobs. This enables us to consistently benchmark our roles externally, using a range of data. Our salaries and benefits are ‘market-driven’, which means we aim to pay salaries that are similar to those of staff doing similar roles in similar organisations.

We have salary ranges that enable flexibility to attract, develop and retain our staff. We publish these ranges internally to ensure all communications to staff about pay are transparent, accessible and clear.  

We seek to recruit the best person for the role ensuring they have the right skills, knowledge and experience to do the job and help us to achieve our mission. We encourage flexible working and seek to develop and progress our staff internally.   

Last year we identified the following actions to address our gender pay gap in the UK:

  1. Further developing flexible and agile working opportunities created through our office move and in response to the pandemic.  
  2. Supporting diversity and inclusion through our learning and development programmes. 
  3. Developing our recruitment methods to attract a wider diversity of candidates. 
  4. A more in-depth look at reward for grades where the gender pay gap is highest. 

All actions have started with action 4 completed. This year we will continue to drive actions across 1,2 and 3 as these continue to be relevant and important. We will also:

  1. Create an integrated plan using, as a framework, the report ‘Fair Opportunities for all - A strategy to reduce pay gaps in Britain’ by the Equality and Human Rights Commission.
  2. Review, amend and add to our existing family friendly policies to encourage men and women to share childcare responsibilities.

Tim Wainwright 
Chief Executive, WaterAid UK 
October 2021